It would be impossible for the administering nurse to perform the 5 rights if it was pre-poured by someone else. I can only guess that TJC or whoever does their inspections/surveys is not aware of this practice, because it totally would not fly.

You tell your charge nurse, manager, or house supervisor. You notify your employee health department. You don't need a STAT blood draw for something like this, because a couple hours is not going to change the situation.

Sounds like they've been looking for a reason to let you go. If it wasn't this, it would be something else. I would see no value to myself to continue working there. So with that in mind, I wouldn't "do anything" unless you're hoping for compensatory damages. Wrongful termination lawsuits are very hard to win, though.

I have had to have that conversation with employees. Usually starts with "There have been some concerns brought to me by other staff members about x, y, z..."

No, that's not gossiping. That's addressing an issue that other staff members have with a coworker's performance or attitude or whatever. Nurse managers often do not work on the floor, thus they must rely on other staff members' observations regarding any performance issues.

However, I will say that I typically would not have a discussion with someone without concrete examples. And if an employee came to me with complaints about a coworker, I would insist they come back and talk to me once they have specific examples, including dates and details.

Luckily, you have your example of "unprofessionalism" in writing in the form of that email you sent to the OB and his nurse. If your manager has questions about whether or not you were out of line, you can just show her that email.

I have had to have that conversation with employees. Usually starts with "There have been some concerns brought to me by other staff members about x, y, z..."

No, that's not gossiping. That's addressing an issue that other staff members have with a coworker's performance or attitude or whatever. Nurse managers often do not work on the floor, thus they must rely on other staff members' observations regarding any performance issues.

However, I will say that I typically would not have a discussion with someone without concrete examples. And if an employee came to me with complaints about a coworker, I would insist they come back and talk to me once they have specific examples, including dates and details.